Page 370 - Foundations of Learning, 4th Edition (Revised)

Performance Levels for an Assessor

You can learn more about assessment and what makes a person a high-quality assessor by studying the five
levels of assessor performance. The descriptive sentences distinguish assessor performance with respect to
interpreting information, giving feedback, comfort in using and applying the process, and selecting criteria.

RUBRIC

Table 13.3 Levels of Assessor Performance

Level 5—Sage

1. Correctly interprets the key performance areas, and clearly describes the strengths, areas for improvement,
and insights in all contexts.

2. Relates the performance issues to the assessee in a way that can transform the quality of the performance.
3. Seeks assessment opportunities in any context and models the use of assessment across various contexts.
4. Removes personal values and biases.

Level 4—Mentor

1. Usually interprets the key performance areas, and usually describes the strengths, areas for improvement, and
insights in familiar and some unfamiliar contexts.

2. Consistently provides specific, supported feedback that helps the assessee to grow.
3. Uses real-time assessment to improve immediate performance.
4. Seeks assessment opportunities, and models good assessment techniques within a particular context.

Level 3—Guide/Coach

1. Often interprets the key performance areas, and describes the strengths, areas for improvement, and insights
best in familiar contexts.

2. Identifies and provides helpful feedback on prominent performance issues.
3. Conducts intermittent assessments, and formulates insights that are valuable to future performance.
4. Appropriately selects performance criteria, and recognizes the specific context of application.

Level 2—Learner/Player

1. Sometimes interprets the key performance areas, and sometimes appropriately describes the strengths, areas
for improvement, and insights.

2. Provides superficial feedback on obvious performance.
3. Exhibits a mechanical approach by completing assessments by following the steps but without appreciating

any future value.
4. Can use given performance criteria to assess within a specific context.

Level 1—Novice

1. Offers ambiguous strengths, areas for improvement, and insights, which seldom lead to real improvement.
2. Offers unsupported feedback, which misses many important performance issues.
3. Engages in little or no assessment, and cannot identify growth opportunities.
4. Is biased in every aspect and is oblivious to or unaware of the “affect” of the assessee.

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